Now more than ever, staffing companies have an infinite pool of candidates to choose from. That’s good news for staffing companies and their clients but now staffers face a new challenge: how to sift through the grossly amplified applicant group and find “the one.”

For many staffing companies, it’s business as usual if they have a placement process that’s tried and true. But still, finding the right fit for a position with potentially thousands of applicants can be daunting. And as a best practice, it’s always smart to take the time to find the ideal fit between client and candidate to avoid added costs and build a positive reputation and brand.

Technology Saves You Time

Many of our staffing company clients have a strategic placement process that weeds out candidates who aren’t a good fit for the job from the very start. This includes creating a dynamic job board that lives on their Web sites. This job board offers important information for potential candidates and allows them to apply online.

Applicants can search real-time job openings based on specific criteria and view thorough job descriptions that detail what the position is about. This puts the power in the candidates’ hands to ensure the job they are applying for is truly a good fit for their goals.

Once a candidate has determined the job they are viewing is worth applying for, they can apply online. Several of our staffing company clients have created an in-depth application process through their Web sites, built with specific criteria for the industry they serve. This allows them to identify only those applicants with the right skills, experience, certifications, availability and more as a first step.

Applicants can upload all the necessary documentation including resumes and fill out a quick or lengthy questionnaire (based on the staffing company’s personal preference). This application process has eliminated several steps that were once required in person or by phone, fax or e-mail. And that’s great for staffing companies that are short on resources but big on applicants.

Through our clients’ online applications, reports are e-mailed to the recruiters with top choices for the position they are advertising, once the system has identified them. Next is where the human element comes into play.

Personal Interaction Identifies Top Candidates

While technology is a great first step in reducing the applicant pool from hundreds or potentially thousands down to a manageable number worth looking into, nothing replaces the personal interaction component from this point forward. But the two go hand in hand, because reducing the applicant pool is vital in having enough time to schedule with the top picks in that group.

The in-person interview is a crucial step in getting to know someone on a more personal level. Many of our staffing company clients have made it a No. 1 priority to conduct one or more in-depth interviews and meet face to face whenever possible.

Another best practice is to treat your candidates as if they were your clients as well. This ensures that you’re not only looking for a right fit for the client company, but that you’re taking into consideration the goals of the candidate. This way, both parties are on the path to success. When you have both parties’ best interest in mind, you’re sure to have a winning fit.

The interview process allows recruiters to gauge verbal and nonverbal communication and interpersonal skills. A phone interview can be a great prescreen, but an in-person conversation is always important before the placement process can move any further.

And it’s important to assess a professional’s personality and customer service skills even if your staffing company deals with non-corporate settings such as light industrial and construction, for example. If you’re hiring for an industry that say, doesn’t require professional attire, keep in mind that your employees are still the face of your staffing company.

Important Next Steps Seal the Deal

Once you’ve identified the person who you feel is the best fit for the position, now is a good time to put the finishing touches on the process. Some industries will require a drug test at this point.

Other industries may benefit from hands-on skills testing, safety training, I-9 verification and more. Any criteria that should be covered for the industry the candidate is being placed in needs to be addressed.

The key here is flexibility in your placement process. You want to offer value that shows the client your staffing company is privy to what the industry needs, and that you’re taking extra steps to ensure you’re identifying the best candidate for the job.

Many of our staffing company clients have set up their placement process specifically for certain client companies. Maybe one company needs their workers to come fully prepared by going through a facility-specific orientation. In that case, the staffing company would conduct the orientation for their clients so the candidate can hit the ground running from Day One.

And of course, thorough and meticulous reference checks go a long way. This includes personal and professional references. Requiring a minimum of three is a good idea. Also, prior employment verification is a must.

Always Follow Through with Follow Up

Making sure you’ve identified the right talent doesn’t stop with a placement. Best practices show that following up with the client and candidate on a regular basis at specific intervals ensures the placement was a win.

And if it turns out it isn’t, having sturdy placement guarantees shows your clients and candidates that you believe in your placement process and are willing to correct anything that doesn’t ensure 100% satisfaction.